The work summary and work plan of the human resources department can let employees know the achievements and mistakes of past work and their reasons, learn lessons and guide future work. I want to share the work summary and work plan of the human resources department. Welcome to browse.

Work Summary and Work Plan of Human Resources Department 20xx is a key year for the construction of No.8 general berth project. In order to ensure the project completed and put into production as scheduled, all employees of the company, Qi Xin, worked together and devoted themselves wholeheartedly to the arduous and excellent project construction and business preparation. At the same time, 20xx is also a year with a relatively large gap in personnel demand, a year of performance management and construction promotion, a year of preparation for various human resources work during the operation period, and a year of further integration of employees into the enterprise. Under the guidance of the company's leaders and with the active cooperation of all departments, we actively focused on the project construction, and basically completed all the work in four aspects: personnel recruitment, performance management, human resources preparation during the operation period and corporate culture construction.

I. Recruitment and distribution of personnel

The recruitment pressure in 20xx is relatively high. We carried out our work in depth and carefully, made full use of various resources and the company's own advantages, and successfully completed the annual recruitment task. 28 people were recruited throughout the year, and 27% of the company's existing employees were recruited this year. Among them, there are 24 employees with college education or above, accounting for 86% of the newly recruited employees.

This year's conscription work has the following four characteristics:

(1) forms are diversified. According to the characteristics of personnel demand, recruitment is carried out in various ways, such as online recruitment, talent market recruitment, peer recommendation and employee recommendation.

(2) Quality tends to be optimized. In the recruitment work, an employee is recruited, with an average of more than 30 resumes and nearly a thousand resumes. The average number of people interviewed for each position is more than 5, and more than 200 people are interviewed. In an infrastructure unit like ours, new employees can maintain a basically stable state.

(3) Minimize the cost. On the premise of ensuring the recruitment quality, strictly control the recruitment cost and optimize the allocation of recruitment resources. In addition to paying the recruitment fee of the entrusted talent consulting company, the recruitment cost of other personnel approaches zero.

(4) Humanized service. In order to ensure the smooth progress of the project construction, we fully communicate the recruitment needs with the employing department before recruitment; Fully respect the opinions of the employing department when recruiting, and even connect the candidates for key positions with the company and send them to the site to understand; After the recruitment, coordinate with relevant departments on the entry of new employees, and make full preparations for new employees to enter a warm family.

Second, performance management.

In order to achieve the goal of focusing on performance management and promoting project construction, we take regular assessment as the main method, supplemented by multiple incentive optimization, and promote the continuous improvement of the performance of employees and work teams.

(1) What is the essence of regular assessment in operation? Three hooks? , that is, the confirmation assessment is linked to formal employment, the quarterly assessment is linked to quarterly performance pay and job promotion, and the annual assessment is linked to year-end bonus, job promotion and personnel flow. Through implementation? Three hooks? Five people won the excellent grade award throughout the year; At the same time, two people were automatically resigned because they could not meet the needs of their work.

(B) Multi-incentive optimization model is reflected in:

1. On the basis of assessment, employees are encouraged to continuously improve their professional quality and enhance their initiative and sense of responsibility by adopting incentive methods such as preparing subsidies.

2. According to the situation of employees and the needs of the project, adjust the positions of employees in time. Annual adjustment 16, accounting for 2 1% of the total number of employees.

3. Wages rise and fall. Five people received salary increase or position promotion exceeding 1 throughout the year. It accounts for 7% of employees.

Third, business preparation

In order to achieve the short-term goal of the completion and commissioning of No.8 general berth, we are actively preparing for human resources work, mainly promoting the following three aspects:

(1) human resource reserve. Reserve nearly 10 management talents such as administrative management and production management through various channels; Reserve nearly 20 front-line professionals of various types of work.

(2) Organizational structure design and staffing plan. On the basis of multi-party communication, the company's organizational structure is initially designed as 7 posts 5 1, and the initial staffing is 158. The company's organizational structure design and personnel planning have entered the stage of integration and adjustment.

(3) Personnel quota, post and salary. In order to realize the marketization of the salary level of each post during the operation period, we collected all kinds of information on the basis of determining the post and its basic responsibilities, basically formed the salary level data of each post, and made it systematic, which provided valuable reference materials for the company's labor cost control and salary incentive.

Fourth, corporate culture.

Pay attention to the establishment of corporate culture? Five transformations? That is, gratitude culture, humanistic culture, communication culture, learning culture and honest culture.

(1) Is the culture of gratitude coming? Do business with love and be a grateful person? Cultural inheritance, shaping the corporate public image, improving the quality of employees and enhancing team cohesion.

(2) What is humanistic culture? Humanistic management, emotional management? The guiding ideology, breaking the past interest-oriented management mechanism and introducing the new human resource management concept of zero-incentive art, must visit injured employees and individuals who encounter difficulties and major setbacks.

(3) What is communication culture? There is no limit to communication, coordination and intimacy? Guided by flexible culture, adhere to the barrier-free and three-dimensional communication methods of work communication and ideological communication, horizontal communication and vertical communication, and keep the communication channels open. No labor disputes occurred throughout the year.

(4) learning culture? Study tour and intensive training? Based on this, employees were organized to go out to Guangzhou, Zhanjiang, Maoming, Huizhou and other places to learn advanced experience in production and operation management in the same industry, totaling 12 batches, which broadened their horizons and better promoted the development of the No.8 general berth project.

(5) What is integrity culture? Clean politics, diligent management department? Basic theory, through the way of party organization life, in-depth publicity of anti-corruption and honesty, and cooperate with the group company to do various investigations. At the same time, the annual work tasks have been successfully completed in terms of advanced education and the construction of grass-roots party organizations.

In addition, there are still many shortcomings in our work, such as the incentive system needs to be improved, the operability of salary management needs to be improved, the recruitment quality is not satisfactory, the staff training is not in place, the content of corporate culture construction is relatively thin, and there are still many unfinished work in internal management. All these need to be overcome in 20xx.

The second work summary and work plan of the Human Resources Department passed quickly, and the year of 20xx will soon be over. Under the leadership and support of the company, with the help of my colleagues, I am conscientious, conscientious, pragmatic and firm, and have successfully completed my work and other tasks assigned by the leaders. During this period, my work ability has also been greatly improved, but this is not only my personal credit, but also the opportunity and work support given by the company leaders. Let me get a good growth in this short year. Now to sum up the work of this year:

First, standardize the employee access process. In the first half of the year, it is responsible for handling the entry and exit procedures of all personnel, and sorting, filing and checking the employee files. In this half year's file management, I know the importance of file management. If the employee fails to submit the resignation certificate of the original company, the company may have employment risks. In file management, such as employee performance appraisal, reward and punishment documents, etc. , important content in a timely manner into personal files, to provide a basis for future personnel selection, rewards and punishments or labor dispute handling.

The second is labor relations, including the handling of employment and resignation and contract management. Compared with 20 15, the company's employment rate and turnover rate have decreased, the number of contract renewals has gradually decreased, and the company's personnel changes have gradually stabilized. In order to avoid the occurrence of labor disputes to the greatest extent, we should gradually standardize and be rigorous in our work. Through the improvement of my business level, I have been able to consider the problem from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, the previous files were rearranged and classified, and the employment procedures of individual employees with loopholes were discussed and rectified. On the one hand, it avoids the employment risk of the company, on the other hand, it also protects the rights and interests of employees.

Third, the collection and production of monthly attendance report data. Export the attendance records of colleagues on the seventh floor every month and send them to the personnel in charge of attendance in each department. Make the attendance sheet of the department. Collect attendance sheets and overtime approval forms of all departments, make them into electronic boards and documents, and then keep them in the cupboard.

Fourth, wages. Collect the performance appraisal and performance report of each department every month, make a sub-table of each department according to the performance table, employee performance appraisal and monthly attendance, then summarize it in the salary summary table, report it to the manager for review, and finally send it to the financial check. Wage information is bound into a book and kept in the cupboard. When I first came into contact with salary, it was a mess. Always make this up and forget that. I was in a hurry and made many mistakes. In the next few months, I found many mistakes in the salary setting process, but I also found some tricks. Under the careful guidance of the manager, I corrected my mistakes bit by bit, gradually accumulated experience and lessons, and tried to avoid them.

Verb (abbreviation for verb) cultural and sports activities. Regarding the construction of corporate culture, we assisted the department to hold the first session? ***? Badminton competition, employee birthday activities and Changsha, Hunan? Red tour? Activities and the creation of corporate culture window. Although there were many mistakes and thoughtlessness in the process of assistance, with the help of colleagues in the department, the activities of the study abroad network were finally successfully completed. After the activity, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these stylistic planning work, I deeply feel that as a member of the human resources department, my work performance is directly related to the performance of the whole department, and my sense of responsibility is also increasing. In my future work, I hope this sense of responsibility and self-confidence can inspire me to work better and serve the company and my colleagues better.

Through all the above work, it will be of great help to my future study in the field of human resources, and I have accumulated a lot of valuable experience.

I have a deep understanding of the operation, positioning and management of our department in the whole company. The role of human resources department is not only to recruit personnel, manage files, train and handle social security procedures. The human resources department is the link between all departments of the company. It also plays an expert role in training and provides support services for human resource management in other departments. The main responsibility of the human resources department is to assist and supervise other departments to implement human resources management in accordance with a unified system to ensure that every employee is treated fairly. For the above points, I deeply realized the importance of our human resources department in the company, which also made me full of confidence in my work.

In one year's work, I also have a certain understanding of the company. Here are two personal suggestions:

First, corporate culture construction. The unique enterprise culture is the source of its centripetal force. We need to continue to work hard for the company's corporate culture construction. 1, hoping to develop a humanized management atmosphere in combination with the company's situation, and form a fair and enterprising spirit among colleagues. 2. Create excellent product image and create material culture. The material culture of an enterprise includes two aspects: ① the products produced and the services provided by the enterprise. ② Working environment and living environment of the enterprise. What we need to improve is that the products and services provided by enterprises are the fruits of enterprise production and operation and the primary content of enterprise material culture. 3. Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm, and the incentive mechanism should be implemented. Handle and manage culture by cultural means, and persist in guiding and cultivating people by culture;

Second, training. Internal training, through targeted training at different levels, enables the company's employees to understand the quality system documents, improve quality awareness and ability, and achieve certain results. However, from the overall effect, it has not received the expected requirements, and can meet the requirements of free use in daily production and operation management. Training abroad and going abroad can broaden employees' horizons. We should not confine ourselves to what we have learned in our own work, but also improve the overall quality of our employees.

Generally speaking, although some achievements have been made in the past year, there are still some shortcomings, mainly due to the lack of meticulous work, insufficient self-study, overall coordination and time allocation, and a certain gap compared with experienced colleagues. In my future work, I will conscientiously sum up my experience, overcome my shortcomings, carry forward my tireless enterprising spirit, and strive to do my work better and establish a good image. Put forward reasonable suggestions and solutions to various decisions and problems in time for leaders' reference, strive to do a better job and contribute to the company's development!

Work Summary and Work Plan of Human Resources Department The third year of 20xx has passed in a hurry, and all the operations in our steel market are ready. All ordinary people in the field are looking forward to the early arrival of the spring when the market is officially opened. On the occasion of bidding farewell to the old and welcoming the new, I would like to make a brief summary of the work of this department on behalf of the company's human resources department, and also report it to you as a personal debriefing report. The work of our department is based on the 20xx annual human resource management work plan, which is gradually carried out in line with the company's work priorities. The work we have accomplished this year is summarized as follows:

First, establish and improve the company's human resource management system:

1, the improvement of the company's organizational structure and the determination of staffing:

At the beginning of 20xx, the human resources department divided and defined the organizational structure of each department, analyzed and formulated the post setting and staffing of each department, thus preliminarily determined the staffing of the company, and constantly adjusted the staffing of each department according to the actual situation and work priorities, so as to make the staffing and staffing of the company achieve the best configuration and give full play to the roles of various functional departments and employees.

2. The establishment of company management system:

We know that strict and standardized management is of great significance to the survival and development of a company, so the human resources department has been committed to establishing a sound internal management system. Specifically, the planning organization has compiled three sets of normative documents for internal basic management: Company Job Responsibilities, Company Management System Compilation and Company Workflow Compilation. Among them, the "Management System" was extensively solicited twice before and after its compilation, and was revised and improved four times. The Human Resources Department compiled it completely, and it can be released and implemented only by organizing discussion and approval; The company's "workflow preparation" is also coming to an end; The adjustment and improvement of the company's job responsibilities have also begun.

3. Establish personnel management system:

The human resources department is committed to establishing and improving the basic management system of the company, but also does not forget to establish its own standardized management system.

(1) established a new salary system, which was successfully implemented in 20xx with the strong support of company leaders.

② In order to cooperate with the company's new salary system, a draft performance appraisal system has been formulated, which is being further adjusted and improved, and will be formally implemented in 20xx.

③ The employee handbook was revised again.

Second, the company personnel recruitment:

The year of 20xx is a year of rapid development of the company, frequent turnover of personnel and heavy recruitment tasks. This year, there were many vacancies in the company, there were many personnel demands, and the time for employees to arrive at their posts was pressing, so the human resources department spent more time and energy in the recruitment work throughout the year.

In 20xx, the human resources department has participated in eight on-site job fairs, including two large-scale job fairs for the whole country in spring and winter. * * * Interviewed more than 1,000 people of all kinds of talents, and the social response was huge, and the recruitment effect was remarkable. It not only reserves a group of high-quality and potential professionals for the company's long-term development, but also plays a very important role in promoting the company's external image.

In 20xx, the company had 92 employees in 34 positions, and 22 people left their jobs throughout the year. At present, the staff size of the company has reached 1 18.

Third, the staff training:

The training and cultivation of employees plays an important role in the future development of the company, which is also one of the key tasks of the human resources department. However, due to the focus of this year's work, the establishment of management system and the recruitment of personnel occupied most of the time in the human resources department, so only two trainings were organized for all employees of the company: one was the training of the company's existing basic management system on xx, xx, XX, XX, XX; One is the training of Professor Yu Siwei on the basic management concepts of professional managers.

Fourth, the daily personnel management:

While completing the above work, our department has given full play to its basic functions and played its due role in standardizing management, wage accounting, handling employee insurance and organizing various activities.

In a word, in the year of market preparation, the human resources department adhered to the principle of putting the company's interests first, and set up strict management, serious style, diligence and thrift, high standards and high efficiency under the condition of insufficient manpower for half a year? Three strictness and two heights? Image has played an active role in management and guidance among employees.

Of course, in the course of one year's work, our department also has some shortcomings. Mainly reflected in:

1, in the establishment of the management system, there are only good ideas, but no efforts have been made to promote them, resulting in some work not being completed on time;

2. In terms of coordination among various departments, it needs to be strengthened;

3. In the recruitment work, the individual quality of personnel needs to be improved;

4, failed to invest more energy in employee training, resulting in the training work failed to organize systematically.

To sum up, the work of the human resources department in 20xx was a relatively effective year, and it played its due role as an important member of the company's preparation. We are determined to constantly develop our advantages and experience, improve our shortcomings and play a greater role and effectiveness for the further development of the company.

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